The Professionalization of Human Resource Management: Examining Undergraduate Curricula and the Influence of Professional Organizations

Abstract

This study explores the state of undergraduate human resource management (HRM) curricula worldwide in an effort to understand the extent to which there is an agreed-upon body of knowledge underpinning the field of HRM. We reviewed the undergraduate curricula for all business schools that were accredited by either the Association to Advance Collegiate Schools of Business or European Quality Improvement System in 2014-2015. Of the 281 HR programs that we identified, programs require an average of 3.4 HR classes. The most common required courses were Human Resource Management (239 schools), Compensation (or Compensation & Benefits; 123 schools), and Staffing (or Recruitment & Selection; 113 schools). Although we did find similarities between programs, we also find that there are significant differences in the required courses of HRM programs worldwide. We additionally examine institutional pressures from major

Human resource professionals and the adoption and effectiveness of high‐performance work practices

“…The growth of professions within management is a long‐standing global trend (Child & Faulk, 1982; Leicht & Fennel, 2001). In the human resources (HR) field, as elsewhere, this is reflected in the expansion of professional associations such as the Society for Human Resource Management (SHRM) and the Chartered Institute of Personnel Development (CIPD), which now have global membership and reach (Parks‐Leduc et al., 2017). Vocational HR certification programmes controlled by these associations are also ‘moving forward at a rapid pace’ (Lengnick‐Hall & Aguinis, 2012, p. 248).…”

Developing Workforce Planning Skills in Human Resource Management Courses: A Data-Driven Exercise

“…Recent studies suggest HR analytics, specifically workforce planning, is becoming an important HR skill (BasuMallick, 2019;Parks-Leduc et al, 2018;Smith, 2018). However, business students may have little experience with workforce planning.…”

“…As more human resource professionals are required to have HR analytics training (BasuMallick, 2019;Smith, 2018), and as workforce planning continues to grow in importance as a human resources task, workforce planning has been listed as an area of emphasis for curricula adhering to Society for Human Resource Management's (SHRM) guidelines (Parks-Leduc et al, 2018). Thus, it would be helpful for current business students to practice these skills.…”

Razumevanje Timskega Dela Mladih Menedžerjev Človeških Virov

“…Odgovor v izhodišču domuje v paradigmatski spremembi obravnave človeških virov, ki so se s prehodom v moderno družbo na številnih področjih utrdili kot nosilni steber ustvarjanja dodane vrednosti tako v smislu učinkovitosti in pridobivanja konkurenčne prednosti kot tudi v smislu humanističnega pogleda na oblikovanje človeku prijaznega in osmišljenega delovnega okolja. Ne preseneča, da so izobraževalne smeri in organizacijski pristopi za to področje tako zelo heterogeni (Parks-Leduc et al, 2018).…”